You wouldn’t leave your business finances or insurance up to chance, so why risk doing that with your people practices? Many business owners assume that their HR is “fine” until something goes sideways. But with new legislation, employee expectations changing, and documentation often falling to the side, it’s worth asking yourself if your HR is truly in order.

In my work with business owners, leaders, and managers, these five questions come up time and again. They’re a great check and can help you catch gaps before they become problems. If any of these feel uncertain, it may be time to revisit your approach.

Let’s take a look at what matters most right now.

Do Your Employment Contracts Actually Protect You?

It’s great to have a signed offer letter. But if your employment agreements haven’t been reviewed in years or don’t reflect current legal language, they might not provide the protection you think they do.

If your contracts are silent on termination entitlements or don’t align with the Employment Standards Act, the courts may fall back on common law. That could mean you’re on the hook for months of notice or pay, even for employees with short service.

Ask yourself:
Do my contracts include up-to-date language around termination, probation, hours of work, and job expectations? Have I reviewed them recently with HR?

Are You Keeping Up With Employment Standards and Legislation?

Ontario employers are seeing major updates through legislation like Bill 149 and the Working for Workers Acts. From how job postings are written to rules around vacation pay and deductions, changes are happening quickly and often with little warning.

If you haven’t updated your policies or practices to reflect these shifts, you may be at risk without realizing it.

Ask yourself:
Do my policies and employment documents reflect current ESA requirements? Am I aware of what’s coming next, and how it might impact my business?

Are You Documenting Employee Issues Properly?

It’s one thing to have a conversation with an employee about performance or behaviour. It’s another to have written documentation that backs up your expectations and steps taken.

Too often, business owners rely on verbal conversations or informal chats, but when things escalate, there’s no paper trail to show what actually happened. That can leave you vulnerable if a claim is made or a termination decision is questioned.

Ask yourself:
Am I recording employee conversations, performance concerns, and any steps I’ve taken to support improvement? Do I have a consistent process for that?

When Was The Last Tme You Reviewed Your HR Policies?

Policies can’t just live in a binder on a shelf or in a folder no one opens. They need to reflect how your business actually operates and be updated regularly to stay compliant.

Whether it’s expectations around hybrid work, workplace safety, harassment and violence prevention, or vacation and leaves, your policies should match both legal requirements and your company’s culture.

Ask yourself:
Have I reviewed our handbook or policies in the past year? Are employees aware of them, and are we enforcing them consistently?

Do You Know Where Your Greatest HR Risk Is?

Every business has a pressure point. For some, it’s inconsistent onboarding. For others, it’s how they manage absenteeism or accommodations. Knowing your area of greatest risk allows you to prioritize and make changes before it becomes a liability.

This is where I often come in. Sometimes it just takes an outside eye to identify what needs attention and how to tackle it in a practical, employee or employer friendly way.

Ask yourself:
Where do I feel least confident in my HR practices right now? What’s keeping me up at night?

Final Thoughts: Better HR Means Better Business

The good news is you don’t have to overhaul everything all at once. The key is being proactive, asking the right questions, and making small adjustments that can lead to major results.

I work closely with business owners across Ontario to review policies, update contracts, resolve employee concerns, and get everything aligned with employment legislation. Whether it’s a simple review or a full refresh, the goal is always the same, make your HR work for you and keep your business protected.

Contact Ford Keast HR Consulting To Discuss What Is Needed To Get Your HR House In Order

At Ford Keast LLP our Human Resources (HR) Consulting Services are designed to be flexible, approachable, and aligned with your business goals. Just the right support at the right time.

If you’re reading this and wondering where to begin, Ford Keast LLP is happy to help. Whether you want to review your contracts, update your handbook, or just talk through a tricky situation, Ford Keast LLP is here to support your HR business needs.

Reach out to Taelor Speciale at Ford Keast LLP, Let’s build a stronger workplace together. Our HR expert is just a phone call away.